Recruitment methods

The first step is that of consulting our database, which is continuously updated and
enriched with new candidatures. This way, we can immediately contact potentially
suitable candidates.

Simultaneously, our research team uses a series of specific sourcing methods.

We use business directories, Chambers of Commerce and anyone who might
assist us in identifying the required sets of skills.

Recruitment by Direct Approach

1. Defining the position and its environment, including information gathered
   by our Consultants during interviews at the Client’s premises.   
2. Devising a detailed job description which, once approved by the Client,
   will be made available to the candidates
3. Direct approach of the potential candidates performed by our researchers
4. Pre-selection interviews conducted by the senior consultant.
5. Assessment of the selected candidates by means of specific assessment
   tools and an in-depth interview with the consultant.   
6. Devising a report on each short-listed candidate.
7. Presentation of the selected candidates to the Client and participation on
   our part in the first stages of the Client-Candidate interviews.
8. Final choice of the Client. Signing the employment contract.
9. Assistance for the integration of the hired Candidate. Follow-up of his
   development during the trial period.

Recruitment by Advertisement

We resort to this method whenever the pool of potential candidates on the market is
big enough for covering the needs of the recruitment mission in question. It allows
for fast, well-planned action. The stages of the process are as follows:

1. Precise definition of the position and its environment, including data
   collected by our Consultants during interviews at the Client’s premises.
2. Devising the ad, establishing the Media Planning (type of support and
   release date)
3. Selecting the best ten to twelve applications.
4. Planning a day for interviews: candidates are interviewed individually by
   their future direct managers, then by our Consultant.
5. Selecting, together with the Client, three or four potential candidates.
6. Assessment of the selected candidates: written individual tests
   (logical and behavioral), followed by an interview.
7. Providing reports on the short-listed candidates and advice regarding
   their integration.
8. Final choice of the Client and the signing of the employment contract.
9. Follow-up on the hired candidate’s evolution during the trial period.